Hired a dud who, you just found out, has a history of crying discrimination? Make sure you have solid, business-related reasons for any discipline you take. Here’s why ...
From employment law to compensation and benefits, FMLA and hiring and firing and more, Business Management Daily provides comprehensive Human Resources updates.
Discover how your colleagues – and competitors – are dealing with discrimination and harassment, employment law, benefits programs, and more.
One of the toughest tasks for HR is to decide which employees are supervisors. Employers need to know this because supervisors are excluded from a collective bargaining unit for union organizing and voting purposes ...
The federal FMLA and New Jersey’s Family Leave Act (NJFLA) both make it illegal to discipline or terminate employees because they take leave to care for a sick parent or child. But that doesn’t mean employees who take such leave are “untouchable” from discipline ...
Q. We hired a new branch manager in a one-person office in another town. Because she earns $19,240 a year, she doesn't meet the new annual threshold of $23,660 for exempt status, correct? Several times a year, she escorts trips involving overnight stays. While she's out, she forwards her calls to the host office and closes her doors. How do we compensate her? Am I right that she has to be considered "hourly"? And how do we compensate for the overnight and travel time? —K.H., Kansas
Q. We have two employees who started a relationship. One is married. The wife of the married employee came to our facility and demanded to speak with the other woman. We didn't permit them to speak on the premises. Do we have any potential for liability in a situation like this, especially if it escalates? Can we do anything to discourage employee romances or is this strictly off-limits? —C.R., California
Q. Our company pays overtime to salaried supervisors for hours they work over 40 in a week. I have never heard of this compensation practice. Is it legal? —C.H., Colorado
Q. We recently terminated an employee. He claims that he is legally entitled to a letter outlining the reasons for his discharge. Is he correct? —E.T., Maryland
Q. We verbally warned an employee not to work overtime. Recently, he claimed to have worked 56 hours straight, eating and sleeping only on regular break times. The timecards say he was here, but we don't have any night staff, so we can't verify if he was actually at work. Is there anything we can do? —S.T., Michigan
Q. A group of our employees met during their break to have group prayer. A supervisor complained to our president, who instructed that we should notify employees that they can't pray on break time. Nor can they pray during lunch unless they leave the building. Some employees are upset. Is this policy legal? —M.S., California
Q. Over the last six months, we have made several attempts to mail a former employee her last paycheck by certified mail. We believe that we have the correct address because we mailed her other items by regular mail during this period and none have been returned. What legal obligations do we have, if any, to get this check to her? —R.Y., Washington, D.C.